CWHP-A Reflections: Unit WWC04

I appreciated that this unit covered some of the less monumental but still very important changes that can be introduced to an organization if it isn’t quite ready for a major shift. For many companies, the small changes might be the thing to get them on the road to a better, healthier, more productive culture.

A lot of leaders — even the ones who see themselves as bold innovators shaking up their industries — have trouble leaping into big changes, especially at the human level. When working with hesitant leadership, I think we have an opportunity to leverage smaller wins into a bigger blueprint of change. If documented correctly (including the systematic reviews a seismic shift would warrant), you could show leadership in very real terms the benefits of investing in its people by using smaller initiatives as a pilot project. A key thing to consider of course would be not only how successful the trial run is, but how increased investment (time or money) would add to that success.

Ultimately, starting off small might be just the thing to set the stage for change. The collective outlook of the organization will be primed so to speak, to start factoring in wellbeing. There may be times where that’s as far as things will go for a while, but in the meantime, even small wins can make an impact on the employees, so it must be better than waiting!